Maximizing Instructor-Led Training Through Learning Technologies

Instructor-led training (ILT) is a form of training aided by an instructor in a classroom or online setting, provided customarily to a group of people rather than to an individual. This type of training provides “hands-on” experience to learners and allows them to interface with the facilitator and other participants to share information about the learning material. ILT is usually more expensive than online training; as a result, it should be scheduled prudently to maximize its efficiency and competence.

There are numerous ways in which an ILT program can benefitfrom modern technology. Organizations need to review their online learning strategies and implement new updates and compliance in the same. It has become necessary to blend new learning technologies with ILTs.

Here are a few ways of incorporating learning technologies with ILTs:

1)      Learning technologies can help emphasize the significant carryout and boost employee knowledge. For instance, a task-based simulation helps learners refresh their skills and gain hands-on experience. The mentor conveys the information during an in-class presentation. Then, the learners are made to put that data into practice using online training resources.

2)      Technology is the medium through which employees get the power to interact with peers and exchange valuable information. Social media groups, corporate eLearning blogs, and online forums are some of the most appreciated social learning tools for collaboration. Learners can also collaborate through project management online tools and share it with others to receive feedback. An alternative way to expedite peer-based knowledge sharing is to host regular webinars. This can be done by posting the topic in advance and inviting employees to share their thoughts and perceptions.

3)      With the help of online training material and Learning Management Systems(LMSs) employees get the authority to explore course matter on their own. They can review their performance and access online training materials through the LMS. In addition, they have the capability to contribute to simulations, scenarios, and other online training activities, to extend their knowledge. Employees get the opportunity to learn at their own pace.

4)      One of the ongoing trends in online learning is gamification. This methodology combines traditional online training with game mechanics, such as points, badges, or levels. It offers additional incentives for employees who may lack the essential inspiration to benefit from ILT programs. This can be endorsed by the fact that they engage with and adapt to the online training materials more effectively.

5)      Good LMS platforms have a built-in reporting and analytics system. It is easy to track all aspects of online training programs, starting from employee involvement and course completion rates to overall course effectiveness.

Learning technologies give corporate learners the supremacy to develop their knowledge unconventionally and take advantage of online training resources. The key is developing a booming learning culture that underscores the importance of continual self-improvement.

Leveraging Micro Learning For Improved Business Performance

Microlearning has become one of the biggest buzz within the organizations who are looking for continuous professional development and performance improvement. 

Micro learning essentially involves conveying short content, in very short spurts of time, to interconnect a single and precise idea. When executed properly, micro learning is a highly effective way to emphasize preliminary training concepts throughout the learning cycle.

There are numerous ways in which micro learning can fit into the workplace which includes short learning courses, one page pdf, quick videos etc. Mirolearning can also be implemented in person: during employee meetings or a get together.

Most of the companies create library of learning assets which is not very helpful when it comes to workplace learning because people do not find information but it needs to be sent to the employees. It is important to find out creative ways of sending information to learners. Microlearning is best when just-in-time learning is required. When challenged with a situation that needs to be addressed apart from planned training, a bite-sized section of learning can be the impeccable solution. It’s designed to be swift, on-the-spot training when there is no time to cover all the detailed information.

Microlearning brings in more effectiveness if it is used appropriately; there are few of most common mistakes to evade. Be sure to concentrate on a specific topic and keep it restricted to a single thought. Some organizations have a trend to communicate a lot and want to share as much data into their bite sized segment as possible. More content sounds good, but it often rebounds. Keeping the efforts absorbed on a particular knowledge at a time will make them more effective.

Microlearning holds a good place within the learning gamut and is best for strengthening and sustainability. However it is suggested not to give it a place of core learning. This method of training is significant where your learners learn and recognize organization’s expectations from them, why it matters, and how they, their associates and organization as a whole are going to be benefitted. Short learning nuggets rejuvenate and reinforces core learning.

Corporate microlearning does not essentially require impressive and new technology. Most of the organizations already have access to the most common tools such as a video camera, screen seizure software, YouTube account, video hosting providers, and social tools like Twitter or a Listserv to allocate links and making collaboration. Need for moving beyond these common and basic tools depends on the level of control which is required during microlearning experiences and what needs to be tracked. For relatively higher and significant control, LMS (Learning Management System) is required.